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Question
Compare the merits of internal sources of recruitment.
Solution
Internal recruitment offers the following advantages:
- Filling vacancies for higher jobs by promoting employees from within the organisation helps to motivate and improve the morale of the employees. This induces loyalty among them.
- Internal recruitment helps to minimise labour turnover and absenteeism. As people wait for promotions, the workforce is more satisfied.
- It is a cheaper source of recruitment. Full information about the candidates is already available. Time and money need not be spent on advertising vacancies, tests and interviews, checking references, etc.
- Candidates working in the organisation do not require induction training. They are already familiar with the organisation and with the people working in it.
Merits of External Sources:
- Availability of Suitable Persons: Internal sources may not always be able to give suitable individuals from the inside. External sources provide the management with a wide range of options. A high number of applicants may be eager to join the group. They will also meet the requirements for skill, training, and education.
- Brings New Ideas: Recruiting individuals from diverse backgrounds can lead to innovative thinking. Individuals with experience in different areas can offer innovative ideas and approaches, helping the organisation remain competitive.
- Economical: This recruitment technique is cost-effective, as new personnel are already trained and experienced and require minimal training for their employment.
| Internal Sources Merits | External Sources Merits | |
| 1. | Improve the Morale of Employees. | Attract qualified and trained people. |
| 2. | Better assessment of abilities. | Wider choice while selecting the people for employment. |
| 3. | It reduces cost. | It brings new blood to the organisation. |
| 4. | It causes a succession of promotions. | The existing staff will have to compete with the outsiders. |
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| Nokia, a leading mobile phones company has a supervisor, Mr Ansari, at the Surat Branch. His workers respond well to his leadership and try to come up to his expectations. However, Mr Ansari takes a tough stand when workers are unable to meet their targets. In the past, Mr Ansari punished two workers for not being able to reach their targets and this led to much resentment. The workers felt that they should have been consulted in determining work targets. Later Mr Ansari realised this and arranged for a special motivational program for the employees to achieve targets. Since then, he has had a good relationship with his employees. |
In reference to the above case answer the following questions:
- What type of bank account should Mr Ansari open for new hires in Nokia?
- Mr Ansari likes to promote some of the employees as supervisors. Which program shall he undertake?
- There is a vacancy in the Ahmedabad Branch of Nokia. Which source of recruitment should be used to fill the vacancy? Justify your answer by giving two reasons.
- What type of interview is most appropriate to fill this vacancy? Give two reasons?
Describe the five various internal sources of recruitment.
______ is not an internal source of recruitment.
Promotion motivates the employees if it is ______ based.
Which of the following are the advantages of internal sources of recruitment?
State any two advantages of a campus interview as a source of recruitment.
